The document summarizes key aspects of ERISA (Employee Retirement Income Security Act), which protects employee benefits. It outlines requirements for employee benefit plans, including mandatory written plan documents, Form 5500 annual reports, summary plan descriptions, and notices of modifications. It also discusses the Affordable Care Act provisions requiring large employers to offer affordable minimum health coverage or pay penalties, as well as whistleblower protections for employees who report ACA violations.
This document provides an overview of ERISA compliance requirements for employee benefit plans. It discusses filing Form 5500 annually, having proper plan documents like a summary plan description, and being prepared for potential audits from agencies like the Department of Labor. Filing deadlines and penalties for noncompliance are also reviewed. The presentation aims to help employers understand ERISA obligations and ensure their benefit plans would survive an audit.
With Department of Labor audits on the rise, this presentation reviews all the requirements under ERISA. This includes the requirements for plan documents, disclosures and reporting.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
What do you offer your employees to keep them satisfied? how do you compare to the market? what areas should you focus on to ensure you become and employer of choice?
Post-Election: Health Care Reform Here to StayBrett Webster
The document summarizes key implications of the Affordable Care Act (ACA) for employers and health plan sponsors following the 2012 election. It discusses that the ACA is likely here to stay given the election results. It outlines various ACA provisions taking effect through 2014 that will impact employers, such as new insurance mandates, reporting requirements, fees and penalties. It also notes ongoing regulatory uncertainty around some ACA provisions.
PhilHealth Benefits: National Health Insurance Program. Philippine Labor Law requires employers to contribute for the health insurance coverage of their employees through PhilHealth.
The document summarizes key aspects of ERISA (Employee Retirement Income Security Act), which protects employee benefits. It outlines requirements for employee benefit plans, including mandatory written plan documents, Form 5500 annual reports, summary plan descriptions, and notices of modifications. It also discusses the Affordable Care Act provisions requiring large employers to offer affordable minimum health coverage or pay penalties, as well as whistleblower protections for employees who report ACA violations.
This document provides an overview of ERISA compliance requirements for employee benefit plans. It discusses filing Form 5500 annually, having proper plan documents like a summary plan description, and being prepared for potential audits from agencies like the Department of Labor. Filing deadlines and penalties for noncompliance are also reviewed. The presentation aims to help employers understand ERISA obligations and ensure their benefit plans would survive an audit.
With Department of Labor audits on the rise, this presentation reviews all the requirements under ERISA. This includes the requirements for plan documents, disclosures and reporting.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
What do you offer your employees to keep them satisfied? how do you compare to the market? what areas should you focus on to ensure you become and employer of choice?
Post-Election: Health Care Reform Here to StayBrett Webster
The document summarizes key implications of the Affordable Care Act (ACA) for employers and health plan sponsors following the 2012 election. It discusses that the ACA is likely here to stay given the election results. It outlines various ACA provisions taking effect through 2014 that will impact employers, such as new insurance mandates, reporting requirements, fees and penalties. It also notes ongoing regulatory uncertainty around some ACA provisions.
PhilHealth Benefits: National Health Insurance Program. Philippine Labor Law requires employers to contribute for the health insurance coverage of their employees through PhilHealth.
The Consumer Credit Protection Act (CCPA) aims to protect consumers from creditors through various disclosure requirements and limitations on wage garnishment. The CCPA prohibits employers from firing employees due to wage garnishment and limits the amount that can be garnished from weekly earnings to 25% of disposable income or 30 times the federal minimum wage, whichever is less. Exceptions are made for certain court orders and child support/alimony payments. The CCPA helps employees understand their rights regarding wage garnishment and specific deductions that employers cannot make.
What’s in Your Rule Book? A Common Sense Approach to Plan Documentation.CBIZ, Inc.
Two recent eligibility opportunities, one created as a result of a US Supreme Court decision and the other enacted by law, are a wake-up call for plan sponsors of welfare and pension benefit plans to review and update, as appropriate, the terms of their plans. As is well known by now, the Supreme Court’s ruling in United States v. Windsor1 extended federal tax and benefit rights to couples in a same-sex marriage. In addition, the Affordable Care Act (ACA) incents employers to extend
eligibility to their workforce or risk an excise tax penalty. Plan sponsors should review their plan documents in light of these recent developments to ensure that the plan language is current and compliant.
This document provides an overview and summary of Sections 6055 and 6056 reporting requirements under the Affordable Care Act. It discusses:
- Section 6055 requires providers of minimum essential health coverage to file information returns and provide statements to individuals about their coverage.
- Section 6056 requires applicable large employers to report information to the IRS and employees about health coverage offered.
- The reporting deadlines, forms used, and information required to be reported are outlined for both sections.
- Methods of electronic and paper reporting to individuals and the IRS are described, including penalties for noncompliance.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
President Obama was re-elected, ensuring that the Affordable Care Act will continue to be implemented without further challenges. Employers must prepare for upcoming requirements, such as providing a summary of benefits and coverage and limiting health FSA contributions to $2,500 per year. Additional regulations on issues like the employer mandate and nondiscrimination rules are expected. While implementation of the law will continue, questions remain about whether all parts will be operational by deadlines due to challenges like insufficient agency staffing.
"Families First Coronavirus Response Act"NonprofitHR
Inside this Publication:
-The Big Picture
-Emergency Paid Family Leave
-Emergency Paid Sick Leave
-Changes to Group Health Plan Coverage Related to COVID-19 Testing
See more resources in Nonprofit HR's Coronavirus Digital Information Portal. www.nonprofithr.com/covid19
Note: The two emergency leave programs under this Act are essentially an extension of FMLA. Nonprofits are not exempt from the Families First Coronavirus Act.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
Tax Facts to Successfully Navigate the Families First Coronavirus Response ActCitrin Cooperman
The document discusses key aspects of the Families First Coronavirus Response Act, including provisions for emergency paid sick leave and expanded family and medical leave, employer tax credits to help cover costs, and guidance for employers on implementing remote work arrangements and addressing workforce reductions during the COVID-19 pandemic. It also reviews Section 139 tax-free disaster relief payments that employers can provide employees.
The IRS issued a notice confirming its delay of the employer pay-or-play excise tax until 2014 and provided additional clarification. With the delay, employers have time to focus on other Affordable Care Act compliance issues that were previously secondary to pay-or-play, such as updated HIPAA privacy policies and notices of exchange availability. Employers can also expect inquiries from employees and health insurance exchanges regarding their coverage to determine exchange subsidy eligibility. Willis will continue monitoring all provisions affecting employers and provide updates.
ECC Benefits: Employees' Compensation Program. Unknown to many employers and employees, there are ECC benefits granted to employees in the event of work-related illness, injury, and death.
This document discusses various payroll best practices and compliance issues. It covers topics such as conducting payroll year-end preparations like verifying employee information for W-2s, reconciling payroll bank accounts and taxes, and reviewing fringe benefits and their tax treatment. It also addresses current trends in areas like independent contractor classification and increased cooperation between regulatory agencies to identify misclassification issues.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
59828 employee benefits compliance checklist for small employers 021312Jerry Whitaker CIC,CRIS
This document provides a compliance checklist for various federal employee benefit laws applicable to small employers with 50 or fewer employees. It lists the key laws, including whether they apply to small employers or have exceptions. For those that apply, it summarizes the main requirements and any associated notices that must be provided to employees. Some major laws discussed include the Affordable Care Act, COBRA, HIPAA, FMLA, ERISA and COBRA. The document is intended to help small employers understand and comply with federal benefit plan regulations.
Impact Of Health Care Reform On Employers June 17 2010dgevertz
This document summarizes key provisions of the Affordable Care Act that will affect employer-sponsored health plans, including requirements to cover adult children up to age 26 (the "Age 26 Rule") and to eliminate pre-existing condition exclusions for children under 19. It notes that grandfathered plans do not have to comply with many new requirements initially, but may lose grandfathered status if certain changes are made to benefits. Specific changes are outlined that would cause a plan to lose grandfathered status.
In June 2015, the Governmental Accounting Standards Board (GASB) approved two new statements that call for more prominence and accuracy when displaying Other Post-Employment Benefit (OPEB) liabilities, such as health insurance for retirees. This webinar will focus on the changes coming to the industry -- from implementing these statements, to strategies for explaining these changes to media and taxpayers.
This document provides an overview and summary of the Patient Protection and Affordable Care Act (PPACA). It discusses the status of health care reform including the Supreme Court decision upholding most of the law. Key provisions that took effect in 2011-2013 are outlined. Expected compliance requirements for 2014, such as taxes, fees, employer and individual mandates are summarized. The role of health insurance exchanges is explained. Details are provided on measuring employee hours and status to determine employer responsibilities under the employer mandate.
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
The document discusses the impact of the Uniform Guidance on performing single audits. Some key points include:
- The Uniform Guidance consolidated and streamlined eight OMB circulars into one set of guidance. It aims to reduce administrative burden while strengthening accountability.
- Major changes under the Uniform Guidance include increasing the threshold for single audits to $750,000, revising internal control and documentation standards for compensation costs, and requiring consideration of an auditor's most recent peer review in the selection process.
- Planning procedures for single audits involve determining federal awards expended, distinguishing between subrecipients and vendors, identifying program clusters using the Catalog of Federal Domestic Assistance, and assessing overall auditee risk
The document provides an overview and update on the status of federal health care reform in the United States. It discusses the key provisions of the 2010 Patient Protection and Affordable Care Act including the individual mandate, upcoming employer mandates, health insurance exchanges, and tax credits. It also summarizes recent regulatory delays and developments in implementation at the federal and state level in Oregon.
This document summarizes key provisions of the Affordable Care Act that employers need to be aware of now and in 2014. It discusses the individual mandate, health insurance marketplace open enrollment, eligibility for premium subsidies, employer notice requirements, essential health benefits that plans must cover, consumer protections, calculating minimum value of employer plans, defining full-time employees, and penalties for large employers that do not offer adequate coverage. It also provides examples of premium and subsidy amounts in New Jersey and addresses issues like wellness programs, automatic enrollment, auditing, and potential legal protections for employees.
The Consumer Credit Protection Act (CCPA) aims to protect consumers from creditors through various disclosure requirements and limitations on wage garnishment. The CCPA prohibits employers from firing employees due to wage garnishment and limits the amount that can be garnished from weekly earnings to 25% of disposable income or 30 times the federal minimum wage, whichever is less. Exceptions are made for certain court orders and child support/alimony payments. The CCPA helps employees understand their rights regarding wage garnishment and specific deductions that employers cannot make.
What’s in Your Rule Book? A Common Sense Approach to Plan Documentation.CBIZ, Inc.
Two recent eligibility opportunities, one created as a result of a US Supreme Court decision and the other enacted by law, are a wake-up call for plan sponsors of welfare and pension benefit plans to review and update, as appropriate, the terms of their plans. As is well known by now, the Supreme Court’s ruling in United States v. Windsor1 extended federal tax and benefit rights to couples in a same-sex marriage. In addition, the Affordable Care Act (ACA) incents employers to extend
eligibility to their workforce or risk an excise tax penalty. Plan sponsors should review their plan documents in light of these recent developments to ensure that the plan language is current and compliant.
This document provides an overview and summary of Sections 6055 and 6056 reporting requirements under the Affordable Care Act. It discusses:
- Section 6055 requires providers of minimum essential health coverage to file information returns and provide statements to individuals about their coverage.
- Section 6056 requires applicable large employers to report information to the IRS and employees about health coverage offered.
- The reporting deadlines, forms used, and information required to be reported are outlined for both sections.
- Methods of electronic and paper reporting to individuals and the IRS are described, including penalties for noncompliance.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
President Obama was re-elected, ensuring that the Affordable Care Act will continue to be implemented without further challenges. Employers must prepare for upcoming requirements, such as providing a summary of benefits and coverage and limiting health FSA contributions to $2,500 per year. Additional regulations on issues like the employer mandate and nondiscrimination rules are expected. While implementation of the law will continue, questions remain about whether all parts will be operational by deadlines due to challenges like insufficient agency staffing.
"Families First Coronavirus Response Act"NonprofitHR
Inside this Publication:
-The Big Picture
-Emergency Paid Family Leave
-Emergency Paid Sick Leave
-Changes to Group Health Plan Coverage Related to COVID-19 Testing
See more resources in Nonprofit HR's Coronavirus Digital Information Portal. www.nonprofithr.com/covid19
Note: The two emergency leave programs under this Act are essentially an extension of FMLA. Nonprofits are not exempt from the Families First Coronavirus Act.
Eliott Dear Lawyer is explaining the Role of Employee Benefits. Eliott Dear is a regarded legal advisor in New York. He has over ten years of involvement with his legitimate work.
Tax Facts to Successfully Navigate the Families First Coronavirus Response ActCitrin Cooperman
The document discusses key aspects of the Families First Coronavirus Response Act, including provisions for emergency paid sick leave and expanded family and medical leave, employer tax credits to help cover costs, and guidance for employers on implementing remote work arrangements and addressing workforce reductions during the COVID-19 pandemic. It also reviews Section 139 tax-free disaster relief payments that employers can provide employees.
The IRS issued a notice confirming its delay of the employer pay-or-play excise tax until 2014 and provided additional clarification. With the delay, employers have time to focus on other Affordable Care Act compliance issues that were previously secondary to pay-or-play, such as updated HIPAA privacy policies and notices of exchange availability. Employers can also expect inquiries from employees and health insurance exchanges regarding their coverage to determine exchange subsidy eligibility. Willis will continue monitoring all provisions affecting employers and provide updates.
ECC Benefits: Employees' Compensation Program. Unknown to many employers and employees, there are ECC benefits granted to employees in the event of work-related illness, injury, and death.
This document discusses various payroll best practices and compliance issues. It covers topics such as conducting payroll year-end preparations like verifying employee information for W-2s, reconciling payroll bank accounts and taxes, and reviewing fringe benefits and their tax treatment. It also addresses current trends in areas like independent contractor classification and increased cooperation between regulatory agencies to identify misclassification issues.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
59828 employee benefits compliance checklist for small employers 021312Jerry Whitaker CIC,CRIS
This document provides a compliance checklist for various federal employee benefit laws applicable to small employers with 50 or fewer employees. It lists the key laws, including whether they apply to small employers or have exceptions. For those that apply, it summarizes the main requirements and any associated notices that must be provided to employees. Some major laws discussed include the Affordable Care Act, COBRA, HIPAA, FMLA, ERISA and COBRA. The document is intended to help small employers understand and comply with federal benefit plan regulations.
Impact Of Health Care Reform On Employers June 17 2010dgevertz
This document summarizes key provisions of the Affordable Care Act that will affect employer-sponsored health plans, including requirements to cover adult children up to age 26 (the "Age 26 Rule") and to eliminate pre-existing condition exclusions for children under 19. It notes that grandfathered plans do not have to comply with many new requirements initially, but may lose grandfathered status if certain changes are made to benefits. Specific changes are outlined that would cause a plan to lose grandfathered status.
In June 2015, the Governmental Accounting Standards Board (GASB) approved two new statements that call for more prominence and accuracy when displaying Other Post-Employment Benefit (OPEB) liabilities, such as health insurance for retirees. This webinar will focus on the changes coming to the industry -- from implementing these statements, to strategies for explaining these changes to media and taxpayers.
This document provides an overview and summary of the Patient Protection and Affordable Care Act (PPACA). It discusses the status of health care reform including the Supreme Court decision upholding most of the law. Key provisions that took effect in 2011-2013 are outlined. Expected compliance requirements for 2014, such as taxes, fees, employer and individual mandates are summarized. The role of health insurance exchanges is explained. Details are provided on measuring employee hours and status to determine employer responsibilities under the employer mandate.
Single Audit Webinar Presentation - November 6, 2015Sikich LLP
The document discusses the impact of the Uniform Guidance on performing single audits. Some key points include:
- The Uniform Guidance consolidated and streamlined eight OMB circulars into one set of guidance. It aims to reduce administrative burden while strengthening accountability.
- Major changes under the Uniform Guidance include increasing the threshold for single audits to $750,000, revising internal control and documentation standards for compensation costs, and requiring consideration of an auditor's most recent peer review in the selection process.
- Planning procedures for single audits involve determining federal awards expended, distinguishing between subrecipients and vendors, identifying program clusters using the Catalog of Federal Domestic Assistance, and assessing overall auditee risk
The document provides an overview and update on the status of federal health care reform in the United States. It discusses the key provisions of the 2010 Patient Protection and Affordable Care Act including the individual mandate, upcoming employer mandates, health insurance exchanges, and tax credits. It also summarizes recent regulatory delays and developments in implementation at the federal and state level in Oregon.
This document summarizes key provisions of the Affordable Care Act that employers need to be aware of now and in 2014. It discusses the individual mandate, health insurance marketplace open enrollment, eligibility for premium subsidies, employer notice requirements, essential health benefits that plans must cover, consumer protections, calculating minimum value of employer plans, defining full-time employees, and penalties for large employers that do not offer adequate coverage. It also provides examples of premium and subsidy amounts in New Jersey and addresses issues like wellness programs, automatic enrollment, auditing, and potential legal protections for employees.
This document provides an overview of employee benefits. It defines a benefit and lists four strategic considerations for benefits. It distinguishes between mandated and voluntary benefits, providing examples of each. It discusses the shift from defined-benefit to defined-contribution retirement plans and methods for controlling health care costs, such as changing co-payments and utilization review. Finally, it describes the growth of benefits like family leave and their importance to employees.
Covid19 guidance for multiemployer plans and labor unions webinarWithum
COVID-19 Guidance: Multiemployer Plans and Labor Unions
In this webinar we talk about how COVID-19 is impacting Multiemployer Plans and Labor Unions, including relief programs and FAQs
Are you ready for the upcoming 2014 provisions of the new healthcare reform act? Do you know what the implications are to you as a small or midsize company?
Our webinar will help you become familiar with upcoming requirements under the Patient Protection and Affordable Care Act.
Expect to learn the following and more:
What is the Patient Protection and Affordable Care Act
How does an organization determine their 2014 cost to comply?
What should organizations be doing now to prepare?
Patient Protection And Affordable Care Act (2011 Update)Brian T. Whitlock
The document summarizes how the Affordable Care Act will impact various entities. It outlines mandates and changes to regulations for health care providers, insurers, employers, individuals and suppliers. Key provisions include coverage mandates, insurance exchanges, penalties for employers not providing coverage, essential health benefits requirements and various taxes targeting high-cost plans and medical devices.
There are many legal liabilities a benefit plan administrator can face if he or she does not properly handle their plan. Here are the most important things to remember as you are acting as teh
The document discusses various types of employee benefits including paid time off, insurance benefits, retirement benefits, and personal services. It notes that most full-time US employees receive benefits, which are a major expense for employers at about one-third of wages and salaries. Common benefits include health insurance, paid vacations and holidays, sick leave, disability and life insurance, retirement plans such as pensions and Social Security, and personal services like employee assistance programs. The document also covers flexible work arrangements including flextime, compressed workweeks, job sharing, work sharing, and telecommuting.
The document discusses several aspects of healthcare reform in 2014 and beyond, including employer shared responsibility requirements under the employer mandate, waiting period rules and penalties, health insurance reporting requirements under sections 6055 and 6056, and fees such as the PCORI fee and reinsurance fee. It provides an overview and timeline of regulatory developments related to these provisions, including final and proposed regulations.
Health Care Reform and the Basics of BenefitsBeyondPay
This webinar will answer questions you have about the insurance you offer employees. It covers all things ACA and benefits administration, including COBRA, ERISSA, and HIPAA. Don't miss the latest ACA updates in 2016 to find out how they will affect you and your company.
The document summarizes key provisions of the Affordable Care Act. It discusses how the legislation aims to reduce the number of uninsured through mandates on individuals and employers, and by establishing health insurance exchanges. It also outlines taxes and fees included in the legislation, such as excise taxes on high-cost health plans and fees on health insurers. Concerns raised include the complexity of the legislation, its impact on employer-provided coverage, and its long-term costs and economic impact.
Compliance Overview - Employee Benefits Compliance Checklist for Large Employersntoscano50
Federal law imposes numerous requirements on the group health coverage that employers provide to their employees. Many federal compliance laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some additional requirements for large employers. For this purpose, a large employer is one with 50 or more employees.
Unlike smaller employers, large employers must comply with the Affordable Care Act’s (ACA) employer shared responsibility rules, the ACA’s Form W-2 reporting rules and the Family and Medical Leave Act’s (FMLA) requirements.
This Compliance Overview provides a checklist for employee benefit laws applicable to large employers.
What decisions should you make for your business related to ObamaCare and HealthCare Reform?
The Roadmap & Decision Tree (pages 9 & 10) help to simplify and help you zero in on what you need to do.
If you have 49 or fewer employees...
If you have 50 or more employees...
This will help make your path clear.
Pay for time not worked includes several types of benefits such as unemployment insurance, vacations and holidays, sick leave, parental leave, severance pay, and supplemental unemployment benefits. Unemployment insurance provides income for those unable to work through no fault of their own and is funded by employer payroll taxes. Vacations and holidays provide paid time off with the number of days and qualifications varying by employer. Sick leave offers pay when an employee cannot work due to illness. The Family Medical Leave Act requires employers to provide up to 12 weeks of unpaid parental leave. Severance pay is a one-time payment given to terminated employees.
Dane Rianhard from TriBridge Partners presented this slide via webinar on Affordable Care Act Compliance for 2014 and Beyond. The presentation includes information for small companies, companies with 50 - FTEs and companies with over 100 employees. The deck also includes information on private exchanges.
Note: If this publication all links are dead, but you need to download files from this publication, please send me a private message and I'll try to help you or emai to info@presslounge.vn for supporting
Disclaimer: We do not encourage illegal activity. References to a content protected by the copyright law, are given exclusively in the fact-finding purposes. If you liked the program, music or the book – buy it.
The Impact of Communicable Diseases, Including Coronavirus, on the Workplace ...Financial Poise
When it comes to dealing with communicable disease-related issues within the workplace, planning is everything. What kinds of things might an employer do to lessen the impact of a communicable disease disaster on their business? Join this panel of experts as they explore these topics: (1) FFCRA-eligibility, hardship waivers, benefits required; (2) Increased employer medical screening, testing & temperature taking; (3) Managing remote work, how to assess eligibility for remote work (job descriptions, accommodations, electronic access); (4) Workplace communication--HIPAA, privacy, etc.
To listen to this webinar on-demand, go to: https://www.financialpoise.com/financial-poise-webinars/the-impact-of-communicable-diseases-on-the-workplace-2020/
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
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Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
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ERISA for Nonprofit CEOs
1. ERISA for the Nonprofit
CEO
Theodore P. Stein
Whiteford, Taylor & Preston, LLP
Simone Putnam, Raffa Managed HR
Thursday, October 24, 2013
•
Thrive. Grow.
Achieve.
2. •
•
•
•
Employee Retirement Income Security Act of
1974, 29 U.S.C. §1001, et seq.
Protecting Interests of Plan Participants and
Beneficiaries
Broad preemption of any state law that “relates” to
employee benefit plan
Federal court jurisdiction to enforce ERISA
violations, plus attorney’s fees to prevailing parties
3. Consolidated Omnibus Budget Reconciliation Act
of 1985 (COBRA)
Health Insurance Portability and Accountability Act
(HIPAA) of 1996
Genetic Information Nondiscrimination Act of 2008
(GINA)
Patient Protection and Affordable Care Act of
2010 (PPACA or ACA or Obamacare)
4. Plan, fund or program
• Established by an employer, employee
organization, or both
• To provide welfare or pension benefits
• For employee participants or their beneficiaries
ERISA, §3(1), (2)(A), 29 U.S.C. §1002(1), (2)(A)
•
5. •
Pension Plans
– Exceptions:
• Bonus programs
• Group IRAs
• Salary reduction plans under §403(B)
• Top Hat Plans
• Excess Benefit Plans
• Code Section 457 and 409A Plans
• Governmental Plans
6.
Welfare Plans
◦ Exceptions:
Wage payments for medical and other reasons
Maintenance of recreation, dining, or first aid facilities
Holiday gifts
Remembrance funds
Voluntary group insurance program
Scholarship programs
7.
Plan Administrator
◦ Person specifically designated in plan document
◦ If no so designated, plan sponsor is administrator
◦ Must provide plan documents upon request
Plan Sponsor
Plan Fiduciary
Plan Participant and Beneficiary
8. No formal writing, notice or reporting required
Employer’s intent is not relevant
Employer cannot opt out by non-compliance
Employer does not need to be involved in
administration
9. •
•
•
•
•
Plan must be established and maintained in
writing [29 U.S. C. §1102(a)(1)]
Writing may consist of multiple documents
Must authorize person and establish procedure to
amend plan
Must provide procedure for establishing funding
policy
Must specify how payments are made to and by
plan
10. •
Form 5500
– Annual report filed by plan administrator
– Exceptions:
• Insured or unfunded welfare plan with fewer than 100 participants
• Certain group insurance arrangements
• Top Hat Plans
– Penalties:
• $25 for each day report is unfiled (up to $15,000)
• Secretary of Labor can assess civil penalty of up to $1,100 per day
• Delinquent Filer Voluntary Compliance Program
•
•
•
•
Summary Plan Description (SPD)
Summary Annual Report (SAR)
Summary of Material Modification (SMM)
Summary of Benefits and Coverage (SBC)
11. Written summary for each employee benefit plan
covered by ERISA
Must be written in manner understood by average
plan participant
Must be furnished to participants within 90 days of
becoming a participant (or to beneficiary within 90
days of first receipt of benefits)
Updated SPD must be provided every 5 years if
amendments (or 10 years if no changes)
12. Summary Annual Report (SAR) must be provided
to participants and beneficiaries
Exemption for small insured or unfunded welfare
and top hat plans
Deadline is 9 months after plan year close
Participant, beneficiary, fiduciary or DOL can bring
suit to enforce
Criminal and civil penalties for violations
13. SMM must be distributed when material
modification of plan terms occurs
Recipients: Participants and beneficiaries
receiving benefits
Must be calculated to be understood by average
plan participant
Must be provided no later than 210 days after plan
year ends
14. Group health plans and health insurers must
provide 4-page summary of benefits/coverage
Must be provided at application/enrollment
Notice of material modifications must be given 60
days prior to effective date
Must use standard definitions and terms as
developed by Department of Labor
15. Under prior law, no requirement to provide health
care benefits
ACA requires large employers (inc. nonprofits) to
provide affordable and minimum health care to
full-time employees or pay penalties
Imposes requirements on small employers
Allows whistleblower claims under ACA
procedures
16. 50 or more full-time employees (including
equivalents)
Full-time = 30 or more hours per week or 130
hours per month
Affiliated companies are combined
Special rules for seasonal and salaried employees
who don’t keep track of their time
17. Employer Mandate – Postponed to 1-1-15
Plan must be “affordable”
◦ May not cost more than 9.5% of household income
Must provide “minimum value”
◦ Must pay out 60% or more of benefit costs incurred by
plan
Employer Shared Responsibility Payments
18.
If no coverage is provided by employer
◦ $2,000 penalty multiplied by all full-time employees
(excluding first 30) if one employee receives a federal
subsidy via health marketplace
◦ Ex: Employer has 130 employees; annual penalty is
$200,000
If coverage is “unaffordable”
◦ $3,000 multiplied by number of full-time employees
receiving federal subsidies
19. Employers, including small employers, required to
send notice of health insurance marketplace by
October 1, 2013
For new employees, notice must be sent within 14
days of hire
Must advise employees of marketplace and
employer’s health benefits plan if any
Model notices posted on DOL website
20.
Whistleblower Protections and Claim Procedure
◦ No employer may discharge or discriminate against
employee:
Who receives an ACA credit or subsidy or
Who reports an ACA violation to the employer or
government agency or testifies in proceeding
◦ Employee has 180 days after adverse action to file
complaint with OSHA
21. OSHA will investigate and can order interim
reinstatement for “reasonable cause”
OSHA must provide findings and either party may
object and request hearing
OSHA must issue final order within 120 days
If no decision issued in 210 days of complaint
filing, complainant may sue in U.S. District Court
and ask for jury trial
22. Complainants need to show adverse action was
“contributing factor”
Burden shifts to employer to show by clear and
convincing evidence that same action would have
resulted absent protected activity
ERISA §510 also bars interference with employee
benefits
Rehire, back pay & attorneys’ fees available
23. Investigation starts with letter or phone call
EBSA is assigned to enforce ERISA
DOL/EBSA can issue subpoenas, compel
witnesses to testify under oath
“Voluntary compliance”
Remedies: Fines, civil lawsuits, criminal penalities
24. Windsor: Section 3 of DOMA defining “spouse”
and “marriage” to exclude same sex is
unconstitutional
DOL TR 2013-04 (09-18-2013)
◦ Under ERISA, “state of celebration” rule governs
Effects
◦ Health plan premium for same sex spouse is not taxable
◦ Marriage “penalty” now applies